Research References: Barbuto And Millard, 2012 Wisdom

Research 1referencesbarbuto Je Millard Ml 2012 Wisdom De

Research 1referencesbarbuto Je Millard Ml 2012 Wisdom De

Research 1 References Barbuto, J.E. & Millard, M.L. (2012). WISDOM DEVELOPMENT OF LEADERS: A CONSTRUCTIVE DEVELOPMENTAL PERSPECTIVE. International Journal of Leadership Studies, 5 (1), . Basford, T.E., Offermann, L.R. & Behrend, T.S. (2014). Please Accept My Sincerest Apologies: Examining Follower Reactions to Leader Apology. Journal of Business Ethics, 119 (1), 99-117. Goh, S. & Low, B.J. (2014). The Influence of Servant Leadership towards Organizational Commitment: The Mediating Role of Trust in Leaders. International Journal of Business and Management, 9(1), 17-25. Jordan, J. (2013). Someone to Look Up To Executive–Follower Ethical Reasoning and Perceptions of Ethical Leadership. Journal of Management, 39 (3), . Pongoh, S. (2014). The Effect of Principal Leadership and Achievement Motivation on Teaching Competence of Public School Teacher in Manado . Journal of Education and Practice, 5 (1), . Story, J.S.P., Barbuto, J.E., Luthans, F. & Bovaird, J.A. (2014). Meeting the Challenges of Effective International HRM: Analysis of the Antecedents of Global Mindset. Human Resource Management, 53 (1), 31–155. Name of Job Position: Personal Traits (list your personal traits that best describe you): Working Conditions: (list your most desirable) (list your least desirable) Salary Ranges (list your most desirable salary ranges for the position you selected; you might want to look as different employers that offer the same position and list the different pay ranges for a comparison): Long-Term Career Goals (list your long-term goals for the position you selected): General and Special Skills: (list all your general skills) (list all your special skills) Future Professional Development (list what possible future training or education would be required for the position you selected):

Paper For Above instruction

The provided references highlight the significance of wisdom development, ethical leadership, servant leadership, and global mindset in organizational and educational contexts. Synthesizing these insights offers a comprehensive understanding of the qualities and developmental pathways essential for effective leadership across diverse environments.

Wisdom development in leaders is fundamental for effective decision-making and guiding organizational success. Barbuto and Millard (2012) explore how wisdom emerges through constructive developmental processes, emphasizing that wisdom is a multi-layered construct built over time through experiences and cognitive growth. This perspective underscores the importance of fostering environments that promote continuous learning and self-awareness among leaders to cultivate wisdom, which subsequently enhances their capacity to lead ethically and effectively.

Ethical leadership remains a cornerstone of organizational integrity and trust. Jordan (2013) investigates the link between executive ethical reasoning and followers’ perceptions of ethical leadership, suggesting that leaders’ moral frameworks significantly influence their followers’ attitudes and behaviors. This connection stresses the necessity for leaders to develop strong ethical reasoning skills and demonstrate consistency in moral principles. Furthermore, Basford et al. (2014) emphasize the importance of apologies in restoring trust after ethical lapses, indicating that follower reactions to leader apologies can either reinforce or diminish organizational cohesion. Together, these studies highlight that ethical leadership not only involves moral awareness but also entails accountability and humility, particularly in situations requiring acknowledgment of mistakes.

Servant leadership also plays a pivotal role in fostering organizational commitment. Goh and Low (2014) examine how servant leadership behaviors increase trust in leaders, which in turn bolsters organizational commitment. The emphasis on serving others and prioritizing followers’ needs creates an environment of trust and loyalty, essential for long-term organizational success. This leadership style aligns with the development of empathy, humility, and stewardship, traits that are vital in nurturing a motivated and dedicated workforce.

Beyond organizational dynamics, the development of a global mindset is critical in today’s interconnected world. Story et al. (2014) analyze the antecedents of global mindset, identifying key personal traits, such as openness to experience, cultural intelligence, and adaptability, that enable leaders to operate effectively across borders. These traits, when combined with targeted professional development and international exposure, prepare leaders to navigate complex global challenges with agility and sensitivity.

In educational settings, leadership strategies similar to organizational leadership are applicable. Pongoh (2014) explores the impact of principal leadership and achievement motivation on teachers’ competence, indicating that effective leadership directly influences educational quality. Developing leadership traits that motivate teachers and foster a positive environment contributes to improved student outcomes and institutional growth.

Regarding personal development, aspiring leaders should evaluate their traits, working conditions preferences, and salary expectations aligned with their long-term goals. Cultivating general skills such as strategic thinking, communication, and emotional intelligence complements specialized skills like crisis management, negotiation, and cultural competency. Future professional development may include advanced degrees, certifications in leadership or management, and international training programs, all geared toward enhancing leadership capabilities and adapting to evolving organizational demands.

In summary, the integration of wisdom development, ethical conduct, servant leadership, and global competence creates a holistic approach to effective leadership. Leaders who invest in their personal traits, continuously seek professional growth, and prioritize ethical and servant leadership principles are better equipped to lead ethically, inspire trust, and succeed in diverse cultural and organizational environments.

References

• Barbuto, J.E., & Millard, M.L. (2012). Wisdom development of leaders: A constructive developmental perspective. International Journal of Leadership Studies, 5(1).
• Basford, T.E., Offermann, L.R., & Behrend, T.S. (2014). Please accept my sincerest apologies: Examining follower reactions to leader apology. Journal of Business Ethics, 119(1), 99-117.
• Goh, S., & Low, B.J. (2014). The influence of servant leadership towards organizational commitment: The mediating role of trust in leaders. International Journal of Business and Management, 9(1), 17-25.
• Jordan, J. (2013). Someone to look up to: Executive–follower ethical reasoning and perceptions of ethical leadership. Journal of Management, 39(3).
• Pongoh, S. (2014). The effect of principal leadership and achievement motivation on teaching competence of public school teachers in Manado. Journal of Education and Practice, 5(1).
• Story, J.S.P., Barbuto, J.E., Luthans, F., & Bovaird, J.A. (2014). Meeting the challenges of effective international HRM: Analysis of the antecedents of global mindset. Human Resource Management, 53(1), 31–55.